Syed Shakir Hussain

• Assisted in implementing Target Operating Model for HR (Job Analysis, JAQ’s- Job Analysis Questionnaire, Job Evaluation using Hays Methodology, JFM - Job Family Modelling for IT, Cloud, Enterprise Applications & Products, Digital Business Solutions, Innovation Centre etc),
• Department Scope, Spans of Control, Functionality design & seek approval from Transformation Committee.
• Employee Capability assessment & IDP Plan, HR process efficiency assessment and interventions, governance structure.
• Agile skills intervention across Products / Projects / Services Portfolio
• Competency Mapping for Behavioural, & Project Management domains. (Positions based Mandatory requirement)

Al Futtaim Construction AFC (Formerly Al Futtaim Carilion MENA) Dubai Apr 2019 Onwards

AFC is a leading Tier 1 Engineering & Construction company, FTE’s 4000 (Staff & Operatives), 45 nationalities, Aed 3 Billion revenue FY 2019, recently acquired Al Futtaim Group - Dubai, UAE.

Total Rewards & Organization Development (Sr HRBP), Dual Hatting.
• Act as trusted Sr HR Partner (Advise, Coach, Consult, Collaborate, Influence, Facilitate) to plan & deliver HR Programs, Initiatives.
• Design & Deliver -Pay Philosophy, Job Evaluation & Grade Mapping based on Mercer IPE Methodology & Impact analysis.
• Organization structure alignment (Departments scope of work, drive synergy, economies of scale, Unique positions)
• Alignment of Total Rewards, Performance Management, Talent Development areas in line with Al Futtaim Corporate.
• Lead the HR Quadrant for Merging into Al Futtaim Group, for Policy, Procedures, HR Systems (Oracle Fusion to SAP Employee Central) Values etc.
• Facilitate process transition sessions. (Process Maps alignment from BU to AF Group)

• Reporting to the Head HC (Director) & Interim Reports to CSO by representing as a trusted Senior HR Business Partner to contribute to senior management decision making, Led the 6-strong team of core HR professionals (3 Leads) and 3 Assistant Section Heads (UAE nationals) as a mentor in the HC Department until Jun 2018. Based on the engagement leading 2 Team members (Virtual teams on need basis) & provide requisite leadership to Executive Committee & Top Management.
• Spearheading organizational development Function with emphasis on (culture, capability, processes and systems) Design and rewards, talent development function supporting on Business strategy development and execution.
• Incorporating AFLP philosophy and themes into the organisation & cross-functional HR interventions, best practices adoption.
Key Achievements / Mandates Delivered (Including Frameworks / Tools / Best Practices)

HR Policy Formulation & Execution, SOP’s development, ESS & MSS portal functional development, transformed from Manual Process mode to HR
Portal form / share point portal.Org structure creation along with verticals mandates & Job Descriptions upto n-5 layer.

Annual Turnover of USD $ 6 Billion in the FY 2011, multi-disciplinary & diversified business
conglomerate with 5 Business Verticals / Clusters comprising of 35 SBU’s /Entities, geographical presence in 40 countries, Total employee
strength of 60, 000 & 65 Nationalities. (Verticals: EPC, Power Projects, Cements, Mitsubishi Elevators, Facilities Management)
Brief Responsibilities: (Started my career as a Management Trainee & Elevated towards Functional Lead in Group HR Dept)
* Advisory services: Provide consultative support to the divisional business heads, Functional Managers in the areas of career management,
employee relations, Succession Planning, Learning & Development, OD initiatives, Organogram - Spans of control, Performance Management-
BSC, Compensation and benefits administration, best practices adoption, Business process re-engineering.
* Policy Formulation & Execution: Supporting in creation & execution of HR Policy from the Group to Business units, ensure alignment.
* Employee Services: Check & Approve the all employee services (Leaves Processing, Employee letters, EOSB Processing, Payroll Variances -
Planned / Actuals), managed both white collar & blue collar over the period of 3 years, Establish & Monitor SLA’s, TAT etc.
* Employee Development: Created Job Family & Career progression (CP / IDP /SCP) along with competency requirements (Technical /
Behavioral) - Similar to Development / Assessment Center model, focusing on Engineers, Managers, Sr Managers, AGM & GM’s level. More than
200 + Managers undergo development exercise every year (Level 3 / Level 4 impact is checked after the development exercise) to realize
the learning benefits, applied in the organization.
* Compensation & Benefits: Advise managers on compensation decisions through job analysis in Job Family with Job Evaluation using HAYS
Methodology and determination of internal equity and external competitiveness using Wage Surveys. Design and facilitated the
implementation of new salary structure in phases for 35 Business Entities over 2 years’ time duration.
* Performance Management: KPI’s Approach, Link Employees development based on Performance outcomes. BSC for Engineering vertical
including weightage distribution. Productivity measurement inline to defined standards.
* Hr Projects: Lead more than 15 large scale, high value HR projects for Standardization, best practices adoption & drive efficiency.
* SAP HR Implementation: From the Corporate HR Dept, nominated as HR Functional Leader to spread head the SAP HR Project, across multiple
geographies (20 locations) for Parent companies & JV’s. (60, 000 + FTE’s master data managed.)